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Technology Trends in HRM

Dr.G.Indrani, Head & Associate Professor, Department of B.Com (AM) & (FS),

PSGR Krishnammal college for women, Coimbatore

Introduction :

“The HR professionals should remember that employees are the lifeblood of any company. If we create a great workplace experience for them, they’ll pay you back one hundred fold in feedback and productivity”, Craig Bryant.

HR technology providers are increasingly designing applications for employees first, to enable workers to learn and develop, collaborate, share feedback, steer their careers, and even manage other people more effectively. The trend reflects a major shift from a decade ago, when vendors designed HR systems primarily to streamline HR administration, improve record-keeping, and help redesign HR processes. Today, digital technologies are transforming nearly every aspect of HR, from sourcing and recruiting to talent and performance management. Human resource management is a process of bringing people and organizations together so that the goals of each other are met. Trends offer clues about how the operating environment will change. The role of Human resource manager is shifting from that of a protector and screener to the role of a planner and change agent. Today, HRM is more to do with building and strengthening the employees as an asset to a company.

Recent Technology Trends in Human Resource Management :

1. Artificial Intelligence

The influence of artificial intelligence should come as no surprise — it's been a hot topic for several years now, making regular appearances in predictions about future HR trends. However, we still expect it to play a major role in HR heading into 2020. Instead of relying on an HR professional to pour over hundreds of resumes and cover letters or compile and analyze survey data, businesses can use an AI system to complete the task quickly. Another benefit of using AI for such tasks is removing human bias or error from the candidate evaluation process.

2. Robotic Process Automation

Robotic process automation (RPA) is a catchall that encompasses robotic skills like chatbots, natural language processing (NPL) and machine learning, as well as AI. It can speed up communications and increase productivity by providing access to the right data at the right times.

When looking at future trends in human resource management, chatbots are certainly a frontrunner. Many vendors are already incorporating chatbots into their HR systems to provide answers to employee inquiries, and Chatbot News Daily predicts that HR chatbots will be implemented at more than 50% of companies by 2022.

3. Recruiting Transformed by the Internet

Before the internet and email, connecting with job seekers meant phone, face time or a letter. In the 21st century, it's routine for companies to post openings online, and require job seekers to apply through an online applicant tracking system. That frees up a great deal of time that HR would have spent dealing with paper resumes or personal calls.

However, HR practices don't always take into account how well the system works for the candidates. Online forms have a standardized format that often makes it hard to tell a star performer from a slacker. A badly designed system with confusing instructions and slow response times can actually turn job seekers off to applying with a firm.

4. Real-Time Performance Feedback

In today's fast-paced world, the traditional performance review cycle is outdated. Thanks to tools like pulse surveys and real-time feedback channels, managers no longer need to schedule time-consuming meetings or evaluate performance only once a year.

With HRMS solutions, employees can receive regular, consistent feedback. Beyond the logistical benefits, real-time feedback “provides ample opportunity for managers to have meaningful and forward-looking conversations about personal and professional development with the employee, resulting in better engagement and improved productivity,” explains Sushman Biswas for HR Technologist. “It’s more constructive,” he writes “to engage in an open dialogue on employee contributions throughout the year.

5. Cloud-based Systems

In the past, HR departments have relied on legacy HR software to complete tasks and/or store information. Yet these days, many HR representatives are expressing interest in cloud-based systems, a manifestation that marks the move from “systems of record” to “systems of engagement.” The shift may make software easier to learn and navigate while also enabling employees to make use of the systems. When this happens, many HR staffers will likely gain extra time to complete administrative tasks.

6.Social Media

A powerful tool Social media plays an active role in HR today, especially when it comes to recruitment. Around a quarter of employers are using social media channels like Facebook and LinkedIn to recruit staff. HR departments can use social media not only for recruitment but also for employee engagement. It is considered a prime source for companies to reach their HR goals. Enterprises can use social media channels to reach target audiences with job postings and other company related information. Few organizations use social media to tell their organization's success story through photos, blog posts, Tumblr and Pinterest pages. And, job seekers are using these social networks to find about the company. It's a good source to know what current and potential employees are saying about your company.

7. Mobile Apps

Mobile Apps are the Future. Smartphones are likely to dominate the HR landscape this year. As the workforce across various operations seeks access to applications via mobile devices, companies are considering adapting their HR systems. Delivering this kind of functionality implies that organizations will consider HR applications with mobilization process and the interface that employees are looking for. Moreover, the trend of creating applications that streamlines the basic HR functionality continues to evolve. Today, mobile apps have become essential for every application that a company develops.

8.Use of chatbot

Chatbot is a software that conducts a conversation via auditory or textual methods. It uses natural language processing and can initiate a human-like communication. Candidates can get their FAQs answered through this tool. Implementation of chatbot in the HR industry ensures 24/7 availability and 'on-demand' availability.

9. Gamification

The recruitment process can be turned into a gamified experience through this process. This would relieve the pressure from the HR department and let employees play a more vigorous part in talent acquisition. Gamification implements a digital ambience and helps employees reach certain goals and objectives. This would offer them status or reward or bonus and help them in improving their skills.

10. Ease of Communication

With email, text and messaging apps it's easier than ever for HR staff to stay in touch with the rest of the company. If a manager wants to share a new schedule with a project team, one email with an attachment or a conversation on Slack can share the word with a dozen people at once. There's a risk of relying too much on tech as a time-saver though. Information in a two-page email may be better off delivered to the group face to face. That way everyone can ask questions and hear the answers.

11. Data Analysis of Employee Performance

Analyzing employee performance used to depend on personal assessments and obvious standards: Did the employee finish the task on time? Does their boss trust them?

Technology makes it easier to gather and break down data on employees to get an overall picture. Which tasks do they perform best? Do they meet all the goals from last year's performance appraisal? If they fell short, was it by 12 percent, 50 percent or 75 percent? Software programs can even take over much of the work in evaluating employees.

12. Security Practices

Securing employee records used to mean locking a file cabinet. In the 21st century, best HR practices have to include security for the digital data. Some security is more an IT matter, such as a good firewall. HR needs to have good policies in place, though, governing who can access confidential data, both hard copy and in electronic form.

13. Bridging the Communication Gap

This is probably the most obvious advantage that technological gadgets have on a company's HR. Technology makes it easier to communicate due to different mediums introduced. You can easily communicate in a matter of seconds through emails, text and other messaging applications. Many companies use a fixed medium of communication and use different online forums to exchange files and messages. Skype, Slack, and Basecamp, etc. are only a few applications that are used by companies to communicate. These messaging applications have made it easier for the HR staff to keep in touch with the rest of the team. For example, if the Project Manager wants to change the meeting time, then he simply has to drop an email to his team and cc it to the HR. The rest of the arrangements will be taken care of from there.

14. Decentralized work sites

Work sites are getting more and more decentralized. Telecommuting capabilities that exist today have made it possible for the employees to be located anywhere on the globe. For HRM, decentralized work sites present a challenge. Much of that challenge revolves around training managers in how to establish and ensure appropriate work quality and on-time completion. Work at home may also require HRM to rethink its compensation policy. Will it pay by the hour, on a salary basis, or by the job performed? Also, because employees in decentralized work sites are full time employees of the organization as opposed to contingent workers, it will be organization's responsibility to ensure health and safety of the decentralized work force.

15. The Use Of Talent Websites

With the rise of globalism, more and more business owners are realizing that real talent is not confined to a specific geographical region. In recognizing this principle, many of these business owners are requiring human resources representatives to make use of international talent sites and forums to find qualified job candidates.

Conclusion

The HR industry experienced a drastic change because of the alignment of the workforce. It changed the way the HR industry used to deal with the teams both in terms of hiring the candidates and engaging them. Artificial intelligence and Machine Learning technologies have become new trends in the HR industry. HR industry expecting AI and cognitive technologies to mature further in the year 2020. The predictive analytics will be giving powerful insights around performance, hiring trends, attrition, etc. HR Industry see the need for talent in the startup sector with the startups increasingly becoming more successful alongside the disruption they bring to the market.

References

https://financesonline.com/6-technological-trends-redefine-human-resource-management/

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